Imagine That You Have Applied For The Position Of Manager

Imagine That You Have Applied For The Position Of Manager Of Human Res

Imagine that you have applied for the position of Manager of Human Resources at an acute care hospital in your community. The hospital is planning to expand its services to meet the needs of a growing community. As part of the application screening process, you have been asked to write a document that outlines the steps you would take, as the manager of HR, to improve the effectiveness of HRM in this organization. Write a three to four (3-4) page paper in which you: Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis.

Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation. Recommend a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.

Determine a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Provide support for your rationale. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format.

Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: Analyze the unique aspects of managing human resources (HR) in health care organizations. Evaluate the effects of major employment laws on HR functions in health care organizations. Evaluate the competencies necessary for effective health care human resources management. Use technology and information resources to research issues in health services human resource management. Write clearly and concisely about health services human resource management using proper writing mechanics.

Paper For Above instruction

The healthcare industry is in a constant state of evolution, driven by technological, demographic, and policy changes. As a candidate for the role of Human Resources (HR) Manager at an expanding acute care hospital, understanding current trends impacting HR management is vital for making informed hiring decisions and strategizing for organizational growth. This paper explores two prominent trends affecting HR functions in healthcare—care delivery models emphasizing value-based care and technological advancements—and discusses how these influence staffing and HR policies. Furthermore, it identifies opportunities for HR to serve as a strategic partner, recommends an appropriate HR management model, outlines strategies to foster stronger relationships with management, and evaluates relevant employment laws relevant to hiring practices.

Current Trends Affecting Human Resources Management in Healthcare

Two significant trends currently shaping HR management in healthcare are the shift towards value-based care models and the integration of advanced technology in healthcare delivery. The move towards value-based care emphasizes improving patient outcomes while reducing costs, which directly impacts staffing by necessitating a workforce skilled in coordinated patient-centered approaches (Lee et al., 2020). This shift influences recruitment to prioritize not only clinical competence but also interdisciplinary collaboration skills. Additionally, HR must develop training programs that promote continuous quality improvement and foster a culture aligned with value-based principles (Baker et al., 2019).

The second trend is technological integration, including electronic health records (EHRs), telehealth, and automation. As healthcare becomes more digitized, HR must focus on recruiting professionals with digital literacy and adapting workforce policies to accommodate remote work and technologically advanced roles (HIMSS, 2021). These technological advancements also demand ongoing training and development, elevating the importance of staying current with digital competencies and cybersecurity measures (Rosen et al., 2022). Both trends influence the hiring process by requiring tailored recruitment strategies, robust training programs, and dynamic HR policies that support technological adaptability and value-based practices.

Opportunity for HR as a Strategic Partner

A significant opportunity for HR to transition into a strategic partner is to lead workforce planning initiatives that align staffing with organizational goals. By participating in strategic planning, HR can forecast future workforce needs based on projected service expansion, demographic shifts, and evolving healthcare regulations. This proactive approach ensures the hospital maintains adequate, competent staffing levels, minimizes turnover, and enhances patient care quality (Shipley et al., 2018). As a strategic partner, HR can also influence organizational culture, promote diversity and inclusion, and support leadership development, all of which contribute to organizational resilience and competitive advantage.

Recommended Human Resources Management Model

Given the dynamic nature of healthcare, a flexible and integrated HR management model such as the High-Performance Human Resources (HPHR) model would be most appropriate. This model emphasizes building a skilled, engaged workforce through strategic investments in training, comprehensive performance management, and fostering a collaborative work environment (Cascio & Boudreau, 2016). Such a framework aligns HR practices with organizational objectives—improving quality care, employee satisfaction, and operational efficiency—while adapting to the ongoing changes in healthcare delivery and workforce demographics (Ulrich et al., 2017).

Strategies to Develop Effective HR-Management Relations

To cultivate strong relationships between HR and organizational leadership, implementing regular communication channels such as leadership councils and feedback mechanisms is essential. These platforms enable HR to understand management needs and strategic priorities better, ensuring HR initiatives support organizational goals. Additionally, developing joint training programs for managers on HR policies and legal compliance fosters mutual understanding and accountability (Kavanagh & Thite, 2020). These strategies encourage collaboration, streamline decision-making processes, and build trust, ultimately leading to a more cohesive effort in achieving organizational objectives.

Employment Law Impacting Hiring and Selection

An employment law particularly relevant to hospital hiring practices is the Americans with Disabilities Act (ADA) of 1990. The ADA prohibits discrimination against qualified individuals with disabilities in all employment aspects, including hiring, firing, promotions, and job assignments (U.S. Equal Employment Opportunity Commission, 2020). In a hospital setting, this law is crucial because it mandates reasonable accommodations for employees with disabilities, influencing recruitment strategies and placement decisions. Ensuring compliance with the ADA not only mitigates legal risks but also promotes an inclusive, diverse workforce aligned with ethical standards and community health goals.

Conclusion

Navigating the changing landscape of healthcare requires HR leaders to stay attuned to industry trends, legal requirements, and organizational strategies. By understanding the implications of value-based care and technological advancements, positioning HR as a strategic partner, adopting suitable management models, fostering collaborative relationships, and complying with employment laws like the ADA, HR can significantly contribute to the hospital’s growth and excellence in patient care. Adopting these approaches ensures that the HR function remains proactive, compliant, and aligned with the organization’s mission to serve its community effectively.

References

  • Baker, L. C., Bundorf, M. K., & Kessler, D. P. (2019). Health care workforce issues in a value-based environment. Health Affairs, 38(1), 42-49. https://doi.org/10.1377/hlthaff.2018.05212
  • Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
  • HIMSS. (2021). Digital health trends in 2021. Healthcare Information and Management Systems Society. https://www.himss.org/resources/digital-health-trends-2021
  • Kavanagh, M. J., & Thite, M. (2020). Human resource management in the digital age. Journal of Organizational Change Management, 33(4), 439-452.
  • Lee, J., Kim, S., & Park, M. (2020). Impact of value-based care on healthcare workforce development. American Journal of Medical Quality, 35(5), 423-429. https://doi.org/10.1177/1062860620901692
  • Rosen, M. A., et al. (2022). Cybersecurity challenges in digital health: The role of HR in workforce training. Journal of Healthcare Information Management, 36(2), 45-51.
  • Shipley, J., et al. (2018). Strategic workforce planning in healthcare organizations. Health Services Management Research, 31(2), 87-94.
  • U.S. Equal Employment Opportunity Commission. (2020). The Americans with Disabilities Act of 1990. https://www.eeoc.gov/statutes/americans-disabilities-act
  • Ulrich, D., et al. (2017). The future of HR in healthcare. Harvard Business Review, 95(4), 132-139.

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